What aspect does Lewin's model focus on in change management?

Lewin's model of change management emphasizes understanding the frozen state of systems, which is crucial for effectively managing change within an organization. It delineates the process of change into three stages: unfreeze, change, and refreeze. The "unfreeze" stage requires an organization to recognize and understand its current state or “frozen” conditions—essentially the existing norms, values, and practices that may impede change.

By acknowledging and analyzing this frozen state, leaders and change agents can prepare the organization for transition by creating a sense of urgency and motivating individuals to be receptive to change. This understanding helps to identify potential resistance and address it proactively. The focus on the frozen state allows organizations to thoughtfully plan the change interventions needed to move to the desired state effectively.

The other options do not align with the core principles of Lewin's model. Marketing strategies, technological advancements, and financial forecasting do not directly pertain to the process and psychology of managing organizational change as outlined in Lewin's framework.